Director of Human Resources

Job Description

Job Description

The Director of Human Resources is a senior level position within the organization and will work closely with the senior leadership team as the principal advisor on human resources matters. The Director will drive the implementation of initiatives that foster an inclusive and equitable workplace culture which enhances the Animal Welfare League of Arlington's (AWLA) ability to recruit, develop and retain a high-performing and diverse workforce. The Director will understand the critical role that human resources plays as an advocate for employees and will deliver processes and activities which promote employee satisfaction and a positive work environment. The Director will lead the implementation of strategic initiatives aimed at enhancing current workforce capabilities and positioning AWLA to handle future workforce demands. The Director will oversee and work closely with the Human Resources Manager to ensure the successful recruitment and onboarding of new staff, benefits administration, HRIS management, and payroll processing. This position requires the ability to facilitate effective communications, a blend of strategic thinking, leadership, and a deep understanding of Human Resources. The ideal candidate has an expert ability to manage the many demands of a nonprofit human resource department. This is an on-site position with an annual salary range of $85,000 - $95,000.

Responsibilities include the following however additional duties may be assigned:

• Oversee and cultivate employee engagement as it pertains to all aspects of an employee’s work experience, including having meaningful work (role definition), recognition (performance management), growth opportunities, and open and transparent organizational communication
• Lead the organization’s efforts to create a diverse workforce and to cultivate a culture of belonging, implement trainings to support staff knowledge and understanding of related topics and develop policies that cultivate inclusiveness and belonging for all employees
• Work with the human resources manager to ensure cohesive and consistent organization-wide communication with information about issues and activities relevant to employees
• Plan and implement a regular schedule of activities aimed at engaging and showing appreciation for employees
• Manage activities for recognizing employees who achieve employment benchmarks and develop a structure for recognition of other employee accomplishments

Performance Management

• Develop and regularly update the AWLA employee handbook to reflect changes in laws, regulations, and company policies. Collaborate with the CEO to assess the need for new or revised policies and implement these, as necessary. Communicate changes to employees to conduct training sessions as needed to ensure that policies are consistently upheld across the organization
• Oversee implementation of a comprehensive annual performance review process that supports individual employee development and aligns with performance-based annual pay increases. Provide training to staff on how to conduct reviews and engage with staff around issues of performance
• Regularly assess review process and make revisions to improve consistency and equity of implementation across the organization
• Oversee training that is intended for all employees, align training topics with organizational goals and select training methods that are most accessible and impactful for employees
• Partner with human resources manager to respond to all employee conflicts or concerns. Determine the level of response needed, conduct investigations where appropriate and assist supervisors with managing and responding to employee performance issues

Compensation Management

• Undertake comprehensive job evaluation process to guide compensation decisions and to ensure jobs are adequately scoped and leveled
• Lead regular compensation assessments, including evaluation of pay structure and practices to promote equity, competitiveness, and alignment with organizational goals
• Oversee annual merit increase process, manage process for determining, implementing, and communicating increases. Ensure merit increases are allocated in a manner that is equitable and make recommendations for revisions as determined necessary to achieve these outcomes. Collaborate with CEO to budget for increases on an annual basis
• Work with CEO to determine benefit plan selection and design for employees, select benefits based on employee needs and company goals, including health, vision, life insurance, retirement plans, time off, and other benefits
• Collaborate with HR Manager on annual implementation of open enrollment, providing recommendations to CEO on plan adjustments, including benefit cost sharing and other revisions deemed necessary
• Ensure compliance with all applicable laws and regulations, including ERISA, ACA, COBRA, and HIPAA

Recruitment

• Work with HR Manager to ensure AWLA is attracting and hiring qualified employees with varied work and lived experience that will strengthen the capabilities and enhance the culture of AWLA
• Ensure the hiring process is equitable, inclusive, and accessible to a broad range of potential candidates
• Develop standardization across all hiring practices, including the interview process and hiring decision making. Design and implement adequate training on these topics for all hiring managers
• Collaborate with HR Manager to identify skills and qualifications for particular roles to enhance recruitment

Supervisory Responsibilities: Human Resources Manager

Qualifications:

• At least 7+ (seven plus) years of human resources experience in an equal or similar role, with experience performing a broad range of human resources functions
• A strong leader capable of collaborating with diverse teams and with proven success cultivating belonging and increasing workplace satisfaction
• At least 2 years of experience working in a nonprofit organization
• Knowledge of federal, state, and local laws and regulations related to equal employment, workplace safety, wage and hour, employee benefits, and other areas of employment law
• Proven experience leading staff training initiatives, including around inclusivity and belonging
• Experience implementing strategies to increase employee engagement
• Experience working or volunteering in animal welfare is desired but not required
• A customer service orientation with a high level of skill at resolving conflict and knowledge of de-escalation tactics
• Excellent organizational skills and attention to detail
• Strong analytical and problem-solving skills
• Proficiency with Microsoft Office applications and Google Suite
• Flexible schedule with the ability to work evenings, weekends, non-standard hours, as needed
• Ability to work calmly under pressure
• Desire and ability to present a positive, enthusiastic and professional image in representing AWLA, both internally and externally
• Ability to maintain discretion with confidential information
• A passion for the mission and a deep commitment to the goals of AWLA

Typical physical & mental demands: While this position does not have direct animal care responsibilities, the workstation for this role is in the same building as AWLA’s animal care work and therefore has potential to interact with animals. Working with animals involves frequent bending, reaching, stooping, kneeling, and extended periods of walking or standing. There is potential for exposure to sick or deceased animals, disinfectant chemicals, and fluctuating indoor and outdoor temperatures.

Clear hearing and vision are necessary for effective communication with staff, volunteers, members of the public, and animals. Flexibility and adaptability are also crucial to managing frequent interruptions and changes in routine.

Additionally, this role requires emotional intelligence, empathy, and resilience to handle both the rewarding and challenging aspects of working with animals. Candidates must maintain composure, show compassion, and stay focused in a dynamic environment.

Vaccination requirement: Upon hire, employees will be required to receive rabies prophylaxis and tetanus vaccinations

Benefits: We offer comprehensive medical benefits, including dental and vision insurance. Employees accrue vacation and sick time separately, with 12 paid holidays and 3 floating holidays each year. After two years of employment, employees are eligible for a 7% retirement contribution from the company. This position also qualifies for the Public Service Loan Forgiveness Program. Additionally, we offer a salary bonus for proficiency in Arabic, Mandarin, Sign Language, Spanish, or Vietnamese. Employees also receive free pet adoptions, free pet vaccines, and other pet-related benefits.

Powered by JazzHR

hRBUP7ONdk